Human Resource managment

Select one company from the four given below ( Royal mail, Rolle-Royce, British Airways, Jaguar Land Rover) Follow up on the file that i am going to upload 7 to 10 references

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK A...........................................................................................................................................1
Explain how value was created by the firm by using HR strategies with examples..............1
TASK B...........................................................................................................................................1
Analyse the impact of regional and the national culture on the practice of HRM.................1
TASK C...........................................................................................................................................1
Use appropriate organisation's model of employment and state the organisational levers used
by the firm to create value......................................................................................................1
TASK D...........................................................................................................................................1
Using Storey's 27 points of difference between HRM and Personnel Management..............1
TASK E............................................................................................................................................2
Importance of local culture in the human resources management.........................................2
TASK F............................................................................................................................................2
Examine the differences in terms of employment laws when international HRM changes local
business systems.....................................................................................................................2
TASK G...........................................................................................................................................2
Suggestions for the employees regarding HRM practices to ensure that the organisational
performance is high................................................................................................................2
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Human resource management is the department that is concern for the recruitment and
selecting the deserving candidate who can perform their job role in an appropriate manner and
providing various performance appraisal and job related benefit so that they can contribute in
establishing good brand image in the market. (Gärtner, 2020). Employees are considered as a
backbone for every organisation as they operate the various department in order to get
effectiveness and growth within the organisation. The major role of human resource manager is
to smooth running of their business by choosing the right candidate who is having integrated set
of skills for a given job role. Organisation will work with more potential and skills so that they
will give their best in achieving the overall organisational goal.
Royal Mail is the British multinational courier and postal service organsiation which is
found in in 1516 as the department of English government. This report will analyse the factors
that are creative effectiveness within the organisation and also evaluate the impact of regional
and cultural aspect of Human resource management across the UK and also assess the
organisational model of employment. Moreover this also explain the the difference between
personnel management and HRM by using story's 27 model. The importance of Human resource
management across the culture and also analyse the the employment law in the the internal
market. It will also suggest the employee for improving their HRM practices in order to attain
organisational goal.
TASK A
Explain how value was created by the firm by using HR strategies with examples.
Human resource play and significant role for ensuring the effective and smooth running of
the business organisation and also ensure the hiring of deserving candidate who is having
integrated set of skills by which they can perform the various task within the organisation. They
also so concerned for ensuring effective working environment at the workplace which helps the
employee to perform their given task in an appropriate manner. Human resource also ensure the
effective utilisation of their employees by giving training and development skills. There are
different ways by which royal mail can create value in their departments which are given below:
 Effective selection and retention: human resources is responsible for hiring the
potential candidate who can perform their job role in an appropriate manner. This could
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be done by choosing appropriate source of recruitment and selection by which the
candidate give their best in achieving the organisational goal. When the companies
providing good working environment so this increases the chances of employee retention
as they will enjoy to work in the effective work environment and apply best practices and
knowledge in order to achieve the organisational goal. In context to royal mail, they can
develop their employment power by having good working environment at the workplace.
 Performance appraisal: it is the practice of analysing the employee performance and
evaluate their status in the development of their organisation. It also focuses on
identifying high working employee so that they can make the strategic thinking and ideas
in order to achieve the set objectives of the company. After evaluating the progress of an
individual, human resource manager do the performance appraisal of the candidate on the
basis of their work and analyse them accordingly in order to maintain hi working
employee within the organisation. In context to royal mail, dayar focuses on increasing
the effficiency of the employees by motivating them.
 Providing fair compensation and rewards- every individual is working with the
consideration of getting fair and deserving compensation and rewards for their better
performance. It also so help the employee to attend business goal and then offer the
respective reward to their potential employee by evaluating their performance. Royal
mail can enhance their business by giving fair compensation to each employee with the
consideration of building positive brand image in the market.
TASK B
Analyse the impact of regional and the national culture on the practice of HRM.
Human resource management is the main consideration of personnel management and
various prospective such as religion and culture of the individual. Data set there uh goals
according to their beliefs and perception. Culture is define as a way in which the individual or a
group is having certain values and moral in order to to move in their life. It reflect the lifestyle of
the individual based on their behaviour knowledge and belief. Religion is something that is the
inherent part of the individual that shows their shared beliefs and culture in the specific religion.
It is related to the society that they must be in particular religion so that they can follow them in
order to live their life in a better way.
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Social and cultural environment includes the attitude and work ethics for the individual and
motivate particular a and order to work with the specific aim. For example, monetary rewards
have more value in some culture and it help in motivation of the employees. The organisation is
also ensuring proper paid leaves and providing various rewards to the employees so that they can
contribute in achieving the business goal. There also ensuring the positive working environment
why not discriminate in any of the workforce on the basis colour caste gender religion etc. These
are the aspects which affects the religion and culture of the employees within the workplace.
With the effective implementation of positive working condition so that employee will work
with their full potential and help in generating higher profitability and revenue in the association.
TASK C
Use appropriate organisation's model of employment and state the organisational levers used by
the firm to create value.
There are different business model which is being used in the hiring an individual and help
the business to generate higher profitability and can expand their market easily. The eight box
model is being proposed by the the Paul Boselie and the human resource model which represents
the different macro and internal factors that impact effectiveness of Human resource working.
Firstly the business analysis the external factor of the environment that includes political
economic and social and legal and environmental. These are the certain change in the market and
impact the overall operations of the human resource. For instance, if the non professional or or
and skilled individual in the market it will affect the overall hiring of the employees and the
company will not able to recruit and select the potential employees. Implementation of legal
consideration with the business impact the operation and complain leads to slow down as it fails
to follow all the rules and laws imposed by the government. There are different strategies by
which the business can influence there are external environment and these are given below:
 Intended HR practices: it is the starting point of the human resource practices and the
main consideration is to recruit train and Orient there employees so that they can perform
well.
 Actual HR practices: human resource practices will be nice but on the same and they
have to co-ordinate with the the managers as they are having different perspectives and
choices in order to handle various operations in an organisation.
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 Perceived HR practices: when the employee prereceived about the working
environment and the activities so they analyse what is going on in the organisation. HR
manager and other minor to their best and providing good working environment but the
employee is having their own reception that cannot be changed and they will perform all
the tasks as the actually thinks.
 HR outcomes: there must be effective planning and thinking in order to get better
outcome it includes the flexibility of the business effectiveness by which the company
can attain their business goal and also leads the organisation to higher growth and
success.
TASK D
Using Storey's 27 points of difference between HRM and Personnel Management.
Human resource management have a significant role in success and development of the
company and they are mainly concerned hiring the potential candidate can give their best in
achieving the organisational goal. It is also focuses on performance appraisal and maintaining
good employee relationship so that the employee can effectively work in their given job role.
Hiring of potential employee is the main focus of personnel management within the organisation
and make them more efficient so that they can perform well in their given job role. It is the
model that differentiate between the human resource management and personnel management
which are explained as follows:
Basis HRM Personnel Management
Rules Human resource is having the
idea in order to complete the
specific task and substance in
the business by developing
new strategy within the
organisation.
There are various rules and
regulation that are necessary
to be followed by the
company in each and every
operations and all the the
operations can be done with
the effective implementation
of rules and regulation of the
company.
Management task It is concern for retention of Personnel management is
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the employees and ensure that
every employees is having
effective working
environment in order to
complete their given task
within a set time frame.
Royal mail is also attaining
all the management task so
that they can enhance their
market value.
related with the manage of all
the business stars and also
help in developing new
policies and strategies and
innovative ideas in order to
complete the specific task
within the organisation.
Contrast Royal can maintain the
standard and clarity by which
the company can enhance
their profitability and growth
of the business.
Personal management can be
done in an effective manner
so that they can their best in
achieving the efficiency in
their given job role and
contribute in having higher
revenue.
TASK E
Importance of local culture in the human resources management.
Human have a great influence over the development of economics & also have a major
impact on local culture. It is directly related to the personnel management and the culture is
defined as a great affects for the individual which reflect their religion behaviour attitudes and
cast. When such factors comply with the different tasks and activities, help the business to run
their operation in an effective manner. Local culture also reflect the overall working conditions
of the business and their perspectives. There are certain factors which shows the affects of local
business on Human resource management which are as follows:
 Local people have more knowledge about their culture and they can effectively find the
various ways in order to solve the queries related to the workplace with the consideration
of having various aspect of the culture. Royal mail can effectively achieve their business
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goal with the help of their local employees who is having good knowledge about the
external environment which will leads to increase the overall sale and profitability of the
company.
 Companies hiring the employees from the local places it will leads to reduce the extra
cost of the employees for relocation expenses incurred on cultural, language and training
cost. These are the aspects in which the human resource manager can manage their cost
& allocated in other operations in order to get effectiveness. When the employees is from
the same culture it will help them to easily adjust in the association. Royal mail can able
to update their different business operations and allocate their fund and various units by
hiring of their local employees. They help in solving the various problem in an
appropriate manner.
 When the company is focuses on helping the local people for given job role it will
eliminate the language barrier as the candidate is well known with the local language by
which organisation can establish open communication to the employees who can directly
talk to another level of management. Also improve their communication channel by
which the local people can communicate to everyone and make them understand about
the various services which is being offered by the company.
TASK F
Examine the differences in terms of employment laws when international HRM changes local
business systems.
There are different laws in the organisation that reflects the functionality of the business and
human resource is purely bound with the internal factors that are concern with the workforce in
an organisation. But when it comes to international business, to analyse the macro factors as well
as the smooth running of their associations as they are concerned with the employees
performance and retention of their workforce in the company. There are various employment law
in relation to international HRM practices which are explained as follows:
 Host Country nationals (HCN): the type of workforce who is working in the branch of
the company who is in stablish in the foreign and they are the representatives of the royal
mail company and work with the consideration of enhance their sale.
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 Third country Nationals (TCN): these are the employees who work in different nations
and royal mail is operating their business across the globe.
 Parent country National(PCN): Such workforce who is working in an organisation but
is not originated the association or nor the native country of royal mail. These are the
certain standard law for the employees of the nation which is been followed by the royal
mail.
These are the certain rules and laws by which the employer can contact for the easy flow
of their business activities in an appropriate manner. National minimum wages at 1998 says that
every employee must get fair and minimum salary for the given job role. Employment right act
1996 is related to the the unfair dismissal or the family leaves. Factories act 1948 says that there
are various laws of the employees and specific criteria for working condition and environment
the business. Marks and Spencer is following all the loss in the business for having good brand
image and get higher sales and profitability.
TASK G
Suggestions for the employees regarding HRM practices to ensure that the organisational
performance is high.
Resource management is the significant aspects that create effective value in the
effectiveness of overall organisation. It is related to the high performance of the workforce and
motivating the employees for the better working in a company. Royal mail must have effective
performance appraisal in order to provide a fair compensation to each employee by which they
can create effective value in the association. These are the aspects which help in gaining of
business goals. Culture and religion are the main aspects of the individual that reflect the lifestyle
of the human being and also their behaviour and attitude so royal mail must in effective positive
working environment by which the employee will love to work at the workplace respective of
their religion and culture. The companies using 8 box model which is been proposed by the Paul
Boselie evaluating the different business aspect and learn how the business can grow in the
future. Company can earn higher revenue by identifying the difference between HRM and
personnel management so that they can use every aspect in the right place for the effective
business activities. It will also help the business to retain in the market with the better business.
There is a major significance of local culture of the region in the business by which they can hire
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the local employees who is well known about the local languages and well aware about the
different consideration of local culture.
CONCLUSION
It is analysed from the above report that Human resource management is the type of
management that help in effective selection of potential candidate who can perform their job role
in an appropriate manner. HRM make working of departments on the basis of fundamental
prospective of business and there are different strategies which is being implemented by the
management so that they can run their operation in an more efficient manner. Effective strategy
selecting process of the employee, helps in training and development and it is the duty of Human
resource measurement to seek that there have been selecting the right candidate for job profile in
order to select deserving candidate. It also helps in promoting the quantity and quality which is
being developed in the different business processes regarding selection of the potential
employees. And it is also clear from the above discussion that HRM is defined of practices
which cover the various aspect of management. Moreover, they are also focusing on developing
better relationship between the employee and employer so that they can kill a better way
advantage in the large market. HRM also focuses on making effective laws and policies so that
the company Can follow them for the betterment of their operations. It also helps in making
appropriate decisions that leads to improve the ethical consideration of the business. Personnel
management can help in developing the those techniques by which the individual can develop all
kind of requirement according to their job role. Furthermore HRM focuses on reward
management so that they can influence and motivate the employee for their given job role.
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REFERENCES
Books and Journals
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Acquah, I.S.K., Agyabeng-Mensah, Y. and Afum, E., 2020. Examining the link among green
human resource management practices, green supply chain management practices and
performance. Benchmarking: An International Journal.
Afiouni, F. and Nakhle, S., 2016. Human resource management in Lebanon. In Handbook of
Human Resource Management in the Middle East. Edward Elgar Publishing.
Bastan, M., Ganjavi, H.S. and Tavakkoli-Moghaddam, R., 2020. Educational demographics: a
system dynamics model for human resource management. International Journal of
System Assurance Engineering and Management, 11(3), pp.662-676.
Avetisyan, E and et. al, 2020. Tying the Acquirer's Human Resource Management Quality to
Cross‐Border Acquisition Divestment Probability: Curvilinear Connection with
Slacklining. British Journal of Management.
Bhardwaj, S. and Jain, A., 2019. Role of Human Resource Management in Small Scale Electrical
Industries of Delhi NCR Region. Journal of Advance Research in Dynamical and
Control System.
Bastida, R., Marimon, F. and Carreras, L., 2018. Human resource management practices and
employee job satisfaction in nonprofit organizations. Annals of Public and Cooperative
Economics, 89(2), pp.323-338.
Camps, J. and et. al, 2016. Individual performance in turbulent environments: The role of
organizational learning capability and employee flexibility. Human resource
management, 55(3), pp.363-383.
ERWIN, K., ABUBAKAR, E. and MUDA, I., 2018. The Relationship of Lending, Funding,
Capital, Human Resource, Asset Liability Management to Non-Financial Sustainability
of Rural Banks (BPRs) in Indonesia. Journal of Applied Economic Sciences, 13(2).
Farndale, E., Mayrhofer, W. and Brewster, C., 2018. The meaning and value of comparative
human resource management: an introduction. In Handbook of research on
comparative human resource management. Edward Elgar Publishing.
De Stefano, F., Bagdadli, S. and Camuffo, A., 2018. The HR role in corporate social
responsibility and sustainability: A boundary‐shifting literature review. Human
Resource Management, 57(2), pp.549-566.
Han, J.H., Liao, H., Taylor, M.S. and Kim, S., 2018. Effects of high‐performance work systems
on transformational leadership and team performance: Investigating the moderating
roles of organizational orientations. Human Resource Management, 57(5), pp.1065-
1082.
Li, X., and et. al, 2020. Human resource management practices, emotional exhaustion, and
organizational commitment–With the example of the hotel industry. Journal of China
Tourism Research, 16(3), pp.472-486.
Gärtner, C., 2020. Smart human resource management. Wiesbaden: Springer Gabler.
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